摘要:

The decline in American productivity growth is documented and suggestions for action by industrial and organizational psychologists to quell this decline are made. Need for the following are emphasized: a more useful definition of productivity, more use of macrostatistics, accurate definition of problems, design of both research and carefully evaluated action programs, and actions to establish the legitimacy of industrial and organizational psychologists for solving productivity problems. To fulfill these needs, greater cooperation within the discipline and with persons of other disciplines is needed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb02172.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

The influences of rater age and rater age on performance evaluations of 513 exempt managers from a large manufacturing organization were examined. Two general performance criteria and six specific performance criteria were used. Results showed small but significant age influences on two of the specific performance measures, Self‐Development and Interpersonal Skills. Older workers received lower ratings than younger workers on both of these dimensions. In addition, younger raters gave significantly higher ratings than older raters on Interpersonal Skills. Small but significant age interactions were found in both Interpersonal Skills ratings and Self‐Development ratings. The findings were replicated in a second sample (N=178). The influence of age on performance ratings is consistent with previous research and is compared. The extent of the influence is smaller in the present study than in previous resea

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb02173.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

As industry's most popular selection device, the interview is too often misused to measure or predict numerous skills and abilities that can be measured or predicted better by other methods. The authors encountered such an abuse in a recent allegation of sex discrimination. This paper reports a study conducted for this litigation. Couched in a general lens model paradigm, the results demonstrate an inappropriate use of a selection technique to predict an ability that can be better measured by a test. This simple interview analog demonstrates the problems of replacing tests with inappropriate selection devices.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb02174.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Data were collected about research issues involving laboratory and field settings through a content analysis of the 1966, 1970, and 1974 volumes of theJournal of Applied Psychology, Organizational Behavior and Human Performance, andPersonnel Psychology.Four general categories of data were collected: (a) affiliation of investigators, (b) topic areas investigated, (c) settings of the research, and (d) research strategies employed. Four common beliefs of either laboratory or field advocates were contradicted by the data. First, laboratory research was found fairly frequently in the industrial‐organizational literature. Second, theory and hypothesis testing were not overemphasized. Third, laboratory research was as applied as field research. Lastly, studies published by researchers with nonacademic affiliations were as likely to have been conducted in laboratory settings as field settings. Recommendations were made to use the laboratory more frequently for theory and hypothesis based research and to use a variety of research strategies in both laboratory and field setting

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb02175.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Scores on vocational interest inventories are commonly thought to be unrelated to job performance. A close examination of the literature suggests, however, that vocational scales other than those describing the occupational group in question may often predict job performance. A case in point is reported here, using Holland's Self Directed Search and two groups of policemen. Scores on the Artistic and Conventional scales consistently predict effective performance as a patrolman in this Realistic and Social occupation.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb02176.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Evaluations of applicants made using an assessment process which incorporates many practices and procedures advocated in the literature but often disregarded in employment were examined. Two employment interviewers and 29 line managers independently evaluated 181 applicants for manufacturing production work in terms of 5 factors of effective performance. Average interrater reliabilities ranged from .60 to .69. Results indicated reliabilities were comparable for applicants grouped by race and sex, and that interviewers were calibrated with one another in terms of level of evaluations. The assessment model described in the present study is discussed in terms of its suitability as a vehicle for further research in employment interviewing and its practical usefulness.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb02177.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

The effect of forced postponement of a hiring decision until after specific qualifications had been evaluated was examined as a procedure to reduce sex and physical attractiveness discrimination. Ninety six male and 148 female undergraduates evaluated the qualifications of an attractive, average, or unattractive male or female applicant. Ratings of specific qualifications preceded or followed an overall and hiring decision rating. Results indicated that the order variable influenced ratings of specific qualifications but not the overall or hiring decision. Sex of subject and attractiveness did affect the hiring decision with male and attractive applicants being preferred.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb02178.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

This paper illustrates a content‐oriented procedure for personnel selection in a small business setting. The procedure focuses directly on criterion performance, inasmuch as it generates lists of tasks relevant to specific job objectives. Rank order correlations provide quantitative indices of agreement between members of the job analysis panel as to the relative importance of the job objectives. The importance of appropriate representation on the job analysis panel is emphasize

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb02179.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

The relationships between experienced role conflict and ambiguity and four individual and interpersonal variables were examined within a multivariate framework. The regressions of role conflict and ambiguity on these variables were significant and were generally supported across three job categories in one organizational setting. Differences were noted across the job categories in terms of the regression equation predicting role perceptions. Hence, it appears that the underlying equations regarding the influence of individual and interpersonal variables on role perceptions do vary in different job categories. Task characteristics are offered as plausible reasons for these variations and suggested as variables for inclusion in a model of role conflict and ambiguity.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb02180.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Twenty‐three Title VII court cases were reviewed in order to determine the standards set by the courts in their assessment of performance appraisal systems when used as the basis for promotion decisions. The topics covered were adverse impact determination, the courts' adjudication strategy, and the evidence needed to justify the performance appraisal procedures. Among the major findings was the courts': (1) failure to adhere to the “applicant flow technique” of adverse impact determination, (2) interest in assessing performance appraisal systems regardless of their adverse impact, (3) ignorance regarding acceptable validation procedures, and (4) focus on objectivity in lieu of validity. The discussion offered suggestions to employers for developing a professionally sound and legally defensible appraisal s

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb02181.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY